From plumbers to heating, ventilation and air conditioning (HVAC) technicians to electricians, skilled tradesmen are in high demand as baby boomers begin aging out of the workforce. And this gap is not being filled quickly enough by younger generations, which is leading to a significant labor shortage and a lack of expertise throughout the home and property service industries.
These shortages have already resulted in a backlog of work and dissatisfaction from residents who can’t find skilled workers to fix their plumbing or HVAC systems. And if home service owners and critical managers don’t start significantly addressing these shortfalls, we’re likely to see smaller home service companies closing their doors, resulting in fewer choices for homeowners.
Even companies that manufacture plumbing equipment are noticing this trend and have warned that the United States will be short more than half a million plumbers by 2027. This is not good for homeowners suffering from burst pipes, leaks or the need to update their plumbing.
Why There’s a Shortage of Skilled Trades Workers
Historically, the education system has focused on preparing students for college, and as a result, slowly stopped offering training in the skilled trades. HVAC training classes were replaced with college prep courses and fewer home service companies offered apprenticeships.
But, as the cost of college continues to rise and home service jobs become increasingly technical, the trades should become more popular. We just need a concerted effort to show young people that they can earn a good living in the trades without going into student loan debt.
Studies have shown that the use of technology in a job works to attract younger generations, particularly Gen Zers who have spent their entire lives online and with computers. Showing young learners that the field is becoming more technical as smart devices start monitoring HVAC systems, water flow and other home appliances, can really spark interest.
Top Training Strategies for the Skilled Trades
To secure a sustainable HVAC workforce, employers should consider offering training solutions to their younger employees and new hires. In fact, many home and property service companies prefer working with new workers in the field who have a strong aptitude, but just needs training.
Online self-paced learning.
With a number of online training services, even small and medium-sized businesses (SMBs) can provide training and apprenticeship programs for young workers fresh to the field. With programs like Interplay Learning, Service Titan and Trainual, HVAC and plumbing companies can create a blend of virtual coursework with practical, hands-on training guided by the experts at your company.
Many of these new online programs are self-paced or can be built into a training program based specifically around a home service company’s preferred methods. And it allows training managers to view and keep track of learners’ progress. These online programs also offer certifications and accreditations to certify employees and educate them on how to handle the tools of your trade.
Just make sure that the online platform you choose is accredited by the International Accreditors for Continuing Education and Training (IACET) and recognized by North American Technician Excellence (NATE). Online courses that receive this seal of approval allows your trainees to sit for a wide variety of certifications and pass the exams.
In-person training programs.
You can also send your employees to in-person training courses. Providing your team with a training program that starts with on-boarding and continues through the rest of their time as an employee at your company builds a culture of training that is appreciated by Millennials and Gen Z.
How Important is Your Company’s Culture?
You can reach out to younger people and offer to provide on-the-job training, but if you aren’t seen as having a positive company culture, you may not get many takers.
While it’s true that Baby Boomers and most Gen Xers probably didn’t place as much emphasis on a more balanced work/life balance, this balance is very important to younger generations. They also want to work for companies that truly listen to their employees and consider their input.
If you aren’t sure what your company’s culture actually is, it may be time for you to sit down and consider your company’s mission and vision. Modern employees want to know what your goals are and how they affect their role within the company. A vision also helps you achieve your own personal goals.
Since we spend so much of our time at work, creating a welcoming environment is essential in recruiting the next generation. This means you need to offer your employees recognition for jobs well done, present them with a clear career path, offer competitive wages and benefits, and provide a great onboarding and ongoing training program.
Today, home service company owners should always be proactive in career development. Learning never stops. You have to be proactive for obvious reasons, mostly so that you can take care of your clients appropriately and continue to progress as a business.
